The paper concerns the problem of family-work harmonization which is increasingly being debated at political,social, economic level because it is strategic for the future of both family and company. In fact from working conditions depends the ability to provide adequate household income, along with a good quality of life for all families’ members (even though family “economic well-being” is not very often associated to “family happiness”).The benefits of happy families are reflected in turn also on the growth of a given territory, because families (primary social capital) contribute to collective social capital (secondary social capital), which is strategical for the development of an area. Then it is important that companies undertake, in a way consistent with their own financial and organizational resources, the creation of corporate welfare, serving as a bridge between business and family and helping the harmonization of the two spheres and the recomposition of their complicated relationship. In the present essay the benefits of corporate welfare for both companies and workers are illustrated together with the analysis of its direct and indirect costs. The main typologies of corporate welfare instruments are also examined and the factors which can influence their diffusion are also investigated. Work-family conciliation policies are generally adopted primarily by Civil Entrepreneurs who are very different from Paternalistic Entrepreneur, from Mercantilist Entrepreneur, from Philanthropist Entrepreneur (a comparison among these Business Archetypes and among their notion of Social Corporate Responsibility has been conducted in the paper). Finally the results of a research on a group of companies has been carried out to evaluate how much they are family-responsible company according to IFR model classifying them according to four different style (familiarly irresponsible style; familiarly aware style; style familiarly responsible at embryonic level; style familiarly responsible mature).